If you have a formal employment contract and get fired, or you lose your job as part of mass layoffs, you may be offered a severance agreement. Understanding the terms in this agreement can make a major difference in how things go after you lose your job. Here are seven essential terms you should look for in your severance agreement:
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Steven Sack, The Employee’s Lawyer™, recently spoke in an interview with Retail Dive about the Federal Trade Commission (FTC) dropping its ban on noncompete agreements in employment contracts. The discussion came as part of a larger discussion about a high level employee who was blocked from obtaining a position at a rival company, due to a noncompete clause in her contract. The case highlights just how restrictive these provisions can be, even to people with high value positions at major companies.
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In a ruling that has disrupted employment law throughout the United States, the Fifth Circuit of the United States Appeals Court found that the National Labor Relations Board (NLRB) may be unconstitutionally structured. This ruling undercuts the authority of the NLRB to make decisions on violations of the National Labor Relations Act (NLRA) and other related legislation. If upheld, it may even bring into question the continued existence of the NLRB and the applicability of its rulings.
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If you have been let go from a job, there is a chance you may have been offered a severance agreement. While many people will take these agreements without complaint, the fact of the matter is that you can negotiate them just like you would any other contract. But how exactly can you negotiate a severance agreement, and how can you get the most out of it?
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Starbucks, the major coffee house chain, has announced it would institute a new dress code for its employees, requiring them to all wear similar outfits underneath their iconic green aprons. However, the move has prompted a backlash from a labor union that is currently in negotiations with Starbucks, including over terms related to a potential dress code. The union has said that the move focuses on issues that impose additional requirements on employees while doing little to actually improve operations.
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Employees of Paramount Global and CBS Interactive have filed a lawsuit against their employers for allegedly violating the New York Worker Adjustment and Retraining Notification (WARN) Act. Notably, some of the affected workers were located in other states, working remotely for their jobs. The question now lies before the court whether the state WARN Act applies to these remote workers.
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One issue that is more common than most people realize is the problem of employee misclassification. When a worker is accidentally or intentionally misclassified, it can have a significant impact on their legal protections, their compensation, and even potentially their tax liability. But what exactly is employee misclassification, and how can you tell if it has happened to you?
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While sex discrimination of all types is potentially problematic, pregnancy discrimination can be especially harmful to new or expecting mothers. That being said, it is not always easy to identify discrimination against pregnant people when it is happening, unless you can identify the potential signs. But what exactly is pregnancy discrimination, and how might it potentially impact you in your workplace?
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Age discrimination is a surprisingly common issue, harming many older workers who are competent and hard working employees. As a result, many older employees may face a hostile working environment or find their employment opportunities artificially stifled. But what exactly is age discrimination, and what can you do if you experience it yourself?
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In a recent ruling, E.M.D. Sales, Inc. v. Carrera, the US Supreme Court held that a “preponderance of the evidence” is the appropriate legal standard to determine if an employee is exempt under the Fair Labor Standards Act (FLSA). This is compared to the standard the respondent advanced, which is the much more stringent “clear and convincing evidence” standard. This means that it may be much harder for employees to prove they should be entitled to overtime pay. Continue reading “USSC Holds “Preponderance” Standard in FLSA Case”
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